Medijobs Blog

Job-seeking Decision-makers:

Friday, November 10, 2017

What is important to you in a new job? We tend to ask all our candidates this question when they start the job-seeking process because one or more of those needs are not being met by the current employer.

This also gives job-seekers the opportunity to compare competing offers. What is the opportunity cost to you of taking a $5k cut in salary in lieu of a post-probation review at 6 months of up to $10K in bonuses based on KPI achievement? Alternatively, would you travel further than you had originally intended for your “dream job” if it’s an amazing opportunity?

Money: What is the salary band-width that you are seeking? Are you negotiable on this? Most potential employers tend to offer more than what the candidate is currently on for their base salary + 9.5% superannuation for full-time and part-time roles.

Management: Is your manager someone that you can see yourself working with, someone you respect and whose professional opinion you value? Would they go in to bat for you if needed? Do you believe they would be able to add value to your future in the industry? If you know others who’ve worked with the potential new manager, reference check them the way they reference check you. If you’re unsure what salary you should be seeking, look up an industry expert and ask them for their opinion or call a specialist industry recruiter to get current, up-to-date salary information.

Travel: Does the employer provide pool car access, give a fixed travel allowance, reimburse for all travel costs including petrol, tolls and parking? Or do they expect you to pay for everything and claim it at the end of the year on your personal tax? Do they provide you with a go-get car or Uber/taxi vouchers? Do they give you a car dedicated to you for work and personal purposes or exclusively for work use?

FBT Free: Only not for profit and registered charities can offer this benefit to their staff. The opportunity cost is a tendency to offer a lower base salary. Salary sacrifice is generally up to $16K / annum on base salary. Always get advice from a trained professional (accountant or financial advisor) to make the best use of salary sacrifice or salary packaging opportunities available with your potential employer.

Training: In-services or continuing professional development. How many in-services per year? How much does your employer contribute towards CPD per year and what is the process to get access to CPD paid by your employer? Be clear on this before you accept a role.

Relocation package: Does your potential employer help you relocate? If so, do they give you a 100% reimbursement on presentation of your relocation service receipts or do they contribute a fixed amount towards your relocation?

Location: This is one of the key, long-term reasons why people leave their jobs (i.e. extended travel times to and from work). In the initial, rose-tinted glasses phase this might not seem like a big deal, but a few years of spending over an hour in traffic each way or on public transport can add up. So, try (if they’re available) to look for roles that are close to where you live to have longevity at your new employer.

Teamwork: Do you like working in a team where you can debrief and be part of a team? Do you prefer to work autonomously with hands-off management?

KPI’s of the role: Make sure that these are achievable, reasonable and based on best-practice as your performance reviews will be based on these - give yourself the best chance of a favourable pay-rise at review time.

Future career path: Are you the person who enjoys doing the same job every day, ad infinitum? Are you a gun who wants to climb the corporate ladder and “go places”? Choose the right company and the right career path for you supported by the best level of evidence-based CPD.

Size of the company: Are you looking to work for a boutique organization or a large national or multinational company? Each has its own benefits. The decision comes down to what is important to you in your future role and career path.

Company culture: Are you looking for a “show me the money” culture or an alternative one? At the end of the day, we are all working for a wage whether we work for ourselves or others. Find a job with the company whose culture most closely aligns with your ethical and work protocols.

Work-life balance: If you are looking for flexibility in your day (i.e. the ability to write reports from home, flexible start and finish times, part-time work etc.) then make sure to express these requirements early in the recruitment process as opposed to when it comes time to make an offer. The more transparency there is in the job-seeking process from all parties, the better. That way, everyone is on the same page without too many left-field surprises.

Self-actualisation: There comes a stage in most people’s careers whereby it is all about what value the role adds to their self-actualisation. If you’re at this stage of Maslow’s hierarchy, then job-seeking becomes such a fluid, amazing process and we wish you all the best with it.

Make sure that you get the role that best meets your requirements because it will be you fronting up for work daily, no one else. Your job puts food on your table, pays your mortgage, pays your children’s school fees and allows you the opportunity to live your life-style. Your job, your call, your responsibility – take charge of it and be your own job-seeking champion. And if you need help, call a professional, specialist agency like Medijobs Australia to allow them to add expertise and value to your job-seeking process.

Farah has always been extremely helpful and professional. She has integrity and I can rely on her recommendations.
- David Allen, Telehealth Solutions Australia

I was a recent graduate contemplating entering the occupational rehab sector but did not know where to turn. One email to Connie, Renee and Farah and my candidate profile was created and sent to numerous rehab organisations. The following day I received a request to interview and was offered the position the following day. I was cautious in my approach to working in this area but the team at MediJobs offered unbiased advice as to what each company could offer me as new graduate. The team at Medijobs work to find the perfect match between their available candidates and their employers. If I could offer one piece of advice it would be to get in contact with MediJobs if you are even slightly unsure of what the landscape looks like within the occupational rehabilitation sector. Farah, Connie, and Renee are there to discuss with you what you want in a job and what you might want to achieve one, five, ten, or even 15 years down the track and help you navigate your future now. Give MediJobs a call, you won't regret it.
- Joshua Riza, Candidate

Renee was of great assistance in finding me a job in the Occupational Rehabilitation sector. Being new to this industry, Renee recognized my transferable skills and was able to on-sell these to an employer who subsequently hired me! Renee had great insight into my skills and knows the industry intimately, which really helped.
- Dianna Seychell, ACER

Connie was able to organise a meeting with an employer the day after I got in touch with her, and facilitated an offer within a matter of days. I would recommend Connie to professionals at any stage in their career who are looking to work with a highly competent professional, and an incredibly compassionate human being.
- Saranyae Manisegaran, Advanced Personnel Management

Farah demonstrates a strong level of understanding, connections and capability within the broad personal injury sector. I have found her very proactive, personable and service-orientated. She is committed to working with her clients to deliver a strong human resource outcome for her clients.
- Ross Baker, eReports

Connie worked with me when I was a graduate trying to find direction. Connie became the reason why I ventured into Occupational Rehabilitation and has continued to be a valued mentor and a professional I trust.
- Saranyae Manisegaran, Advanced Personnel Management